Why do faculty leave? Reasons for attrition of women and minority faculty from a medical school: Four-year results
Why do faculty leave? Reasons for attrition of women and minority faculty from a medical school: Four-year results
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DOI：
10.1089/jwh.2007.0582
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发表时间：
2008-09-01
影响因子：
3.5
通讯作者：
Hampton, Carol L.
中科院分区：
文献类型：
--
作者：
Cropsey, Karen L.;Masho, Saba W.;Hampton, Carol L.
目的：教师流失，特别是在女性和少数族裔教师中，是学术医学环境中的一个严重问题。学术医疗机构的教职员工选择离职的原因尚不清楚。方法：对2001年7月1日至2005年6月30日期间离开医学院的166名教师的离职原因进行了调查。结果：最常见的3种离职原因依次为事业/专业晋升(29.8%)、低工资(25.5%)和主席/部门领导问题(22.4%)。这些原因在种族和性别群体中的排名略有不同，女性和少数族裔教职员工也提到了离开的个人原因。与男性和多数群体相比，女性和少数族裔教职员工在离开SOM时的学术级别较低。尽管在最初受聘时不存在薪资差异，但性别是新职位开始时薪资较低的重要预测因素。女性和男性之间的晋升机会和晋升比率有很大差异。离职前的工作特征被评为最差的是教学和研究的保护时间、校园内的交流和病人停车。少数被调查者报告了骚扰和歧视，特别是女性和少数族裔教师。结论：大多数教师流失的原因是可以改变的。在医疗环境中留住高质量的教师可能会证明教师发展和留住努力的成本是合理的。
Purpose: Faculty attrition, particularly among female and minority faculty, is a serious problem in academic medical settings. The reasons why faculty in academic medical settings choose to leave their employment are not well understood. Further, it is not clear if the reasons why women and minority faculty leave differ from those of other groups.Methods: One hundred sixty-six medical school faculty who left the School of Medicine (SOM) between July 1, 2001, and June 30, 2005, completed a survey about their reasons for leaving.Results: The three most common overall reasons for leaving the institution included career/professional advancement (29.8%), low salary (25.5%), and chairman/departmental leadership issues (22.4%). The ranking of these reasons varied slightly across racial and gender groups, with women and minority faculty also citing personal reasons for leaving. Women and minority faculty were at lower academic ranks at the time they left the SOM compared with male and majority groups. Although salary differences were not present at the time of initial hire, sex was a significant predictor of lower salary at the start of the new position. Opportunity for advancement and the rate of promotion were significantly different between women and men. Job characteristics prior to leaving that were rated most poorly were protected time for teaching and research, Communication across the campus, and patient parking. Harassment and discrimination were reported by a small number of those surveyed, particularly women and minority faculty.Conclusions: The majority of reasons for faculty attrition are amenable to change. Retaining high-quality faculty in medical settings may justify the costs of faculty development and retention efforts.